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My employer has asked me to work more days in the office. Can I push back or do I have to accept it?

Writer's picture: Jonathan LewisJonathan Lewis

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The work landscape has dramatically evolved in recent years, with many companies adopting hybrid or fully remote models. Employees have become accustomed to flexible working arrangements, and many have reshaped their routines and lifestyles around these new norms.


However, businesses may sometimes reassess these arrangements, requesting more in-office presence than initially agreed. This shift can present challenges for employees who have grown accustomed to the benefits of remote or limited office time.


When faced with such a scenario, knowing how to discuss this is crucial. It requires a balanced approach of articulating your concerns, understanding your rights, and proposing mutually beneficial solutions.


This article will provide a comprehensive guide on how to professionally address this situation, covering strategies for effective communication, negotiation, and ensuring your career growth remains intact.


Understanding the Context & Motivations for Change

Before reacting or pushing back, it is essential to understand why the business wants more in-office presence. Companies typically do not make such decisions lightly. The underlying reasons may include:


  • Improving Team Collaboration and Innovation: In-person collaboration can lead to spontaneous brainstorming and problem-solving, which might be less effective in remote settings.


  • Strengthening Company Culture: Organisations may want to rebuild their company culture and ensure employees are more engaged and aligned with business values.


  • Management Preferences: Some managers believe that in-person supervision allows for better oversight, communication, and employee development.


  • Addressing Productivity Concerns: The business might perceive that productivity, efficiency, or accountability has declined under remote work arrangements.


Understanding these motivations can help you position your response effectively. If you acknowledge their concerns while presenting your case, you are more likely to be perceived as a team player rather than someone resistant to change.


Assessing the Personal Impact: Work-Life Balance & Productivity

Before approaching management, assess the impact of increased office presence on your work-life balance and productivity. This involves understanding how the change might disrupt your routine, incur additional costs, and affect your overall job satisfaction.


Impact on Work-Life Balance


  • Commute Time and Stress: Calculate the additional time and stress that a longer / more frequent commute would entail. Would this disrupt your current schedule, reduce your time with family, or impact your well-being?


  • Family and Personal Commitments: Assess how the increased office presence would interfere with your responsibilities, such as childcare, elder care, or other personal commitments.


  • Flexibility Loss: Consider the value of flexibility in your current role. How would the loss of flexibility affect your ability to balance work and personal life?


Impact on Productivity & Professional Performance


  • Productivity Levels: Reflect on whether you are more productive in a remote or hybrid setting. Does being in the office genuinely improve your performance, or do you excel in a more flexible environment?


  • Distraction Levels: The office environment can sometimes be more distracting than working from home. Consider whether the shift would hinder your focus and ability to deliver results.


  • Work Satisfaction: Remote or hybrid work may contribute to your job satisfaction. If a change to more in-office time reduces this satisfaction, it could potentially impact your engagement and willingness to stay with the company.


By thoroughly understanding how increased office presence affects your personal and professional life, you will be better equipped to present a well-reasoned argument when if you decide to push back.


Preparing for the Conversation: Building Your Case

Once you have a clear understanding of the impact, the next step is to build a strong case. This involves gathering data, aligning your argument with company goals, and proposing solutions that meet yours and those of the business.


Gather Supporting Data

Supporting your argument with evidence strengthens your position. Consider the following types of data:


  • Productivity Metrics: Compile metrics that demonstrate your productivity and achievements while working remotely or on a limited office schedule. This could include project completion rates, feedback from clients or colleagues, and any key contributions you have made.


  • Work Quality: Highlight any examples where your work quality has been enhanced by the flexibility of working remotely or with limited office time.


  • Well-Being and Performance Correlation: If applicable, provide data or studies that show how well-being positively influences performance, and how working remotely or with flexibility has contributed to your well-being.


Aligning with Business Goals

Frame your argument in a way that aligns with the company’s goals and concerns. For instance, if the business is pushing for more in-office time to improve collaboration, emphasise how you have successfully collaborated remotely, or propose alternative ways to enhance teamwork, such as more regular video meetings or scheduled in-person collaboration days.


Prepare Potential Compromises

Approaching the conversation with a willingness to compromise demonstrates flexibility and professionalism. Consider proposing alternatives such as:


  • Modified Hybrid Model: Offer a hybrid schedule where you increase your office presence to 2 days instead of the requested 3 or 4.


  • Flexi-Time: Suggest flexi-time arrangements where you work in the office during core hours but maintain flexibility for the rest of the day.


  • Project-Based Presence: Propose being in the office during specific project phases or when in-person collaboration is truly necessary.


Initiating the Conversation: How to Communicate Your Position Effectively

Approaching this conversation with your manager or HR requires tact and professionalism. Begin by requesting a meeting to discuss the changes to your working arrangement. During the meeting, keep the following communication strategies in mind:


Use Professional & Empathetic Language

Acknowledge the company’s position and express your willingness to support the business’s objectives.


For example:

“I understand that the company is aiming to enhance collaboration and team cohesion. I appreciate the efforts to ensure the team is working effectively together, and I want to contribute to that goal.”


Present Your Case Clearly & Confidently

Outline your concerns and support your case with data and well-reasoned arguments. Be clear about how the change will impact your productivity, well-being, and work-life balance. Avoid sounding defensive or unwilling; instead, focus on the objective impacts and your desire to maintain the same high standards of performance.


“I have found that working remotely has significantly improved my productivity and focus. My performance metrics, such as [provide specific examples], show that I have been able to exceed expectations in a remote environment. Increasing my office presence would reduce the flexibility that has allowed me to perform at this high level.”


Propose Mutually Beneficial Solutions

Be proactive in offering solutions that can address the company’s concerns while also meeting your needs.


For example:

“Given the need for increased collaboration, I propose being in the office on specific days when team meetings or collaborative work are scheduled, and continuing remote work on days when individual tasks are more prominent. This approach ensures that I am fully present for collaborative sessions while maintaining the flexibility that allows me to deliver my best work.”


Be Prepared for Pushback

Your manager may have reasons for insisting on more in-office time. Be prepared to listen to their perspective, and ask open-ended questions to gain a deeper understanding of their concerns. Respond with empathy, and reiterate your willingness to find a middle ground.


“Can you share more about the specific challenges the team is facing with the current hybrid model? Understanding these challenges will help me better align my proposal to meet the company’s needs.”


Addressing Potential Outcomes & Next Steps

After the initial conversation, there may be several possible outcomes. Being prepared for each scenario will help you respond effectively and plan your next steps.


Scenario 1: The Company Agrees to Your Proposal or a Compromise

If the company accepts your proposal or reaches a compromise, express your appreciation and reinforce your commitment to meeting performance expectations under the agreed arrangement.


“Thank you for considering my proposal. I’m confident that this arrangement will allow me to continue delivering excellent results while supporting the team’s goals. I will ensure that I’m fully engaged and present during my time in the office.”


Scenario 2: The Company Requires Full Compliance

If the company insists on full compliance with the increased office presence, assess whether you can realistically and sustainably meet this requirement.


Consider the following:

  • Would you be able to adapt without significantly compromising your work-life balance and job satisfaction?


  • Are there any additional benefits, such as increased pay or a change in responsibilities, that could make the adjustment more acceptable?


If you decide to comply, ensure that you set boundaries to protect your well-being and avoid burnout.


Scenario 3: Exploring Other Opportunities

If the increased office time is non-negotiable and has a severe impact on your work-life balance or job satisfaction, it may be time to explore other opportunities.


Before making a decision, consider:


  • Internal Transfers: Look into roles within your current company that offer more flexible working arrangements.


  • External Opportunities: Research other companies that prioritise flexibility and remote work as part of their company culture.


Leaving a role should be a last resort, but it is important to prioritise your well-being and professional satisfaction. When evaluating new opportunities, ensure that the company’s values and expectations around remote work align with your own.


Maintaining Professional Relationships & Reputation

Regardless of the outcome, it is essential to maintain professionalism and positive relationships with your colleagues and management.


If you decide to stay, demonstrate your continued commitment and deliver high-quality work to show that your pushback was driven by a genuine desire to perform at your best.


If you decide to leave, ensure you do so gracefully. Provide ample notice, offer to help with the transition, and express gratitude for the opportunities you had in your role. This approach preserves your professional reputation and keeps the door open for future opportunities with the organisation.


Knowing Your Legal Rights & Company Policies

Understanding your legal rights and the company’s policies is crucial when addressing changes to your work arrangement.


Some considerations include:

  • Employment Contracts: Review your employment contract to see if it specifies work location or flexibility terms. If the company is requesting a change that conflicts with the contract, you may have grounds for negotiation.


  • Company Policies on Remote Work: Some companies have formal remote work policies in place. Ensure that the company’s request aligns with these policies and does not violate any existing agreements.


  • Employment Law: Depending on your location, there may be statutes that protect your right to flexible working arrangements, especially if they were agreed upon at the time of employment.


If you believe the company’s request is unreasonable or violates your rights, consider seeking advice from an HR representative or legal professional.


Final Thoughts: Navigating Workplace Changes with Professionalism and Confidence

Navigating changes in your working arrangement can be challenging, but with evidence based and professional approach, you can advocate for your needs while maintaining positive relationships with your employer.


The key is to understand the company’s motivations, present your case with clarity and empathy, and be open to compromise when possible.


Ultimately, your work arrangement should enable you to perform at your best while supporting your personal well-being. If an increased office presence disrupts this balance, it’s worth taking the time to address the issue proactively and professionally. By doing so, you not only safeguard your own satisfaction and productivity but also contribute to creating a workplace culture that values flexibility, open communication, and mutual respect.



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